On November 27th, 2025, Bill 30, Working for Workers Seven Act, 2025received Royal Assent. This means that Ontario employers are once again facing a new wave of legislative changes aimed at increasing worker protections and modernizing employment standards. As with any amended legislation, it is critical for employers and HR professionals to understand the scope of the reforms and prepare for the operational and legal implications that will follow.
Overview of the “Working for Workers” Series
The “Working for Workers” legislative series is an Ontario government initiative which has been introducing several acts since 2021. This initiative is aimed at enhancing worker protections, creating fairer workplaces, and boosting the economy by amending legislations such as the Employment Standards Act (ESA) and Occupational Health and Safety Act (OHSA).
Key changes over the years include, but is not limited to, new job protected leaves, amendments to digital platform workers rights, clearer rules on job postings, as well as health and safety modifications including rules around washroom facilities, PPE standards, and record-keeping maintenance.
Bill 30, Working for Workers Seven Act, 2025: Key Changes Now in Effect
Key Amendments to ESA:
Job Seeking Leave
If an employee is a part of a mass termination of 50 + employees, they are entitled to three (3) days unpaid leave to search for new employment, attend interviews, or undergo training. Employees are required to provide at least three (3) days advance notice where possible, and employers are allowed to request reasonable evidence of entitlement. If employees take a partial day for “job seeking leave”, the employer may deem that the employee took the full day.
If an employee receives pay instead of notice (25% or less of required notice period), they are not entitled to this leave.
Extended Layoff Provisions for Non-Unionized Employees
The ESA now permits extended layoffs of 35 or more weeks in any 52-week period, up to 52 weeks in a consecutive 78-week period, subject to specific conditions.
These layoffs require a written agreement and a standardized application and approval process. Employers are required to retain copies of extended layoff agreements for three years after approval expiry. There is also now an earnings threshold for employees who do not work a regular work week to be temporarily laid off.
Key Amendments to OHSA:
Administrative Penalties
In an attempt to promote compliance with OHSA, inspectors now have the authority to issue penalty notices for contraventions or failures to comply with OHSA provisions or orders. Penalty amounts are determined by regulation. The Government may also publish information about administrative penalties imposed.
Defibrillator Cost Reimbursement
If an employer is required to install a defibrillator in the workplace in accordance with OHSA, the Workplace Safety and Insurance Board (WSIB) may reimburse eligible employers for the cost of the defibrillator.
Health and Safety Management Systems
Health and safety management systems accredited by the Chief Prevention Officer will now be treated as equivalents for regulatory purposes. This amendment offers regulatory flexibility for employers to maintain accredited safety programs.
Key Amendments to the Workplace Safety and Insurance Act, 1997(WSIA)
- False Statements – Employers are now prohibited from making false or misleading statements to the Workplace Safety and Insurance Board (WSIB) in connection with benefit claims. Doing so may result in administrative penalties.
- Wage Record Penalties – Employers who fail to keep accurate wage records, or fail to produce such records when requested, may also incur administrative penalties.
- New Offence – A new offence has been created for failure to pay WSIB premiums when due. Courts may order restitution to the WSIB, and such obligations will be deemed owed under WSIA.
- Increased Court Penalties – For persons convicted of two or more counts of the same offence in the same legal proceeding, the maximum fine is now drastically increased, up to $750,000 per conviction. The legislation also introduces mandatory aggravating factors to be considered, such as prior convictions or a history of non-compliance.
As of the date of Royal Assent, the above changes are now in effect. For employers operating in Ontario, now is the time to review existing workplace policies and safety and insurance practices against the new legal landscape. Ignoring or under-estimating these changes could lead to substantial penalties, including administrative fines, court-imposed fines, and liability under WSIB.
If you have questions about how these changes affect your workplace, get in touch for a consultation.
